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Three pigeons were trained on a modified six-key matching-to-sample procedure. The third peck on the figure-sample key (which presented a bird, hand, face, beetle, rabbit, fish, flower, or red hue, as the sample) lighted only one comparison key. Every three additional pecks on the sample lighted another comparison key, up to a maximum of five keys. Pecks on keys of matching figures produced grain. Pecks on nonmatching keys (mismatches) turned off all lights on the comparison keys and repeated the trial. Three figures were used during acquisition. The birds learned to peck each sample until the matching comparison stimulus appeared on one of three comparison stimulus keys, and then to peck that key. Later, five novel stimuli, employed as both sample and comparison stimuli, and two additional matching keys were added. Each bird showed matching transfer to the novel samples. The data suggest that the birds may have learned the concept of figure matching rather than a series of two-component chains or discrete five-key discriminations. 相似文献
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This study replicated the results of an earlier one in which college women showing psychological similarities to anorexics indicated an unrealistically larger body-image relative to controls but only if they were relatively thin. This kind of perceptual enhancement was not found when inanimate objects were rated. The proposal that an enhanced body image plays a dynamic role in motivating food restraint (and may increase the risk of becoming anorexic) was supported by an analysis of dieting strategies. 相似文献
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The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in agreeableness were found to receive lower ratings of job performance than workers high in agreeableness. One explanation for lack of an interaction between conscientiousness and agreeableness in the other 2 samples is that those jobs were not characterized by frequent, cooperative interactions with others. Overall, the results show that highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others. 相似文献
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We evaluated computerized training and testing programs with children who were having difficulties learning prereading skills. The programs were derived from equivalence research and were written in authoring software designed for educators. After learning to match uppercase and lowercase printed letters to the corresponding letter names (Tasks 1 and 2), the children matched the letters to one another (Tasks 4 and 5). Then, after learning to match uppercase letters to sounds (Task 3), they also matched lowercase letters to sounds (Task 6) and matched printed to spoken words (Tasks 7 and 8). The results recommend equivalence-based protocols and user-friendly software in further development of prereading instruction. 相似文献
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The interactive effect of leader-member exchange and communication frequency on performance ratings 总被引:2,自引:0,他引:2
The authors tested the hypothesis that communication frequency moderates the relationship between leader-member exchange (LMX) and job-performance ratings. In a study of 188 private sector workers, they found that LMX was more strongly related to job-performance ratings among individuals reporting frequent communication with the supervisor than among those reporting infrequent communication. At high levels of LMX, workers reporting frequent communication with the supervisor received more favorable job-performance ratings than did workers reporting infrequent communication. In contrast, at low levels of LMX, workers reporting frequent communication with the supervisor received less favorable job-performance ratings than workers reporting infrequent communication. The authors conducted a 2nd study of 153 public sector workers to provide a constructive replication and found similar results. 相似文献
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By using regression analyses on data from 355 full-time employees of a customer-service organization in the eastern United States, the authors tested the hypothesis that perceptions of organizational politics are more strongly related to job dissatisfaction among individuals who perceive low levels of teamwork importance than among those who perceive high levels of teamwork importance. Hierarchical moderated regression analysis of the data revealed that the moderating effect of teamwork importance was most relevant at average-to-high levels of perceived politics. That finding supports the assertion that one way to address the negative impact of organizational politics is to try to ensure that employees value teamwork. 相似文献
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Jessie C. de Witt Huberts Catharine Evers Denise T. D. De Ridder 《European journal of social psychology》2012,42(4):490-496
Hedonic overconsumption is often considered to be caused by impulsive factors. The current paper investigates whether self‐licensing, relying on reasons to justify subsequent gratification, can also be included as a significant contributor to hedonic consumption. Two studies were conducted to investigate whether self‐licensing can account for an increase in hedonic consumption while ruling out impulsive factors such as resource depletion, negative affect, and visceral state as alternative explanations. A pilot study indicated that perceiving oneself as having invested greater effort and thus having a self‐licensing cue did not lead to a decline in self‐control capacity compared with not having a self‐licensing cue. The main study employed the same procedure and established that having a licensing cue did lead to increased snack intake while controlling for impulsive factors. Together, these studies support the notion that self‐licensing is a separate mechanism leading to hedonic gratification independent of impulsive factors. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献